MATCHING TALENT TO OPPORTUNITY

ACCURATELY + FAIRLY

PATG Annual Training Event

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AGENDA
• What we do and how it works

• Validation and bias measures

• Candidate experience

• Client case studies

• Advice for students

• Questions
 WHAT DO WE DO?
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PYMETRICS 4 INNOVATIONS

1. BETTER + UNBIASED 2. SELF-LEARNING +

DATA CUSTOM AI
collect objective cognitive + emotional
company’s own employees go through
data using computer exercises that are
exercises to collect training data.
the gold-standard of neuroscience
feature selection + weighting done by
research; they were developed by the
comparing their data vs baseline;
global neuroscience community over the
custom AI SaaS platform.
last 20 years. our IP is for their use in
HR.

3. DE-BIASED
4. Redirection
ALGORITHMS
methodologically remove bias from rejected candidates match to other roles
algorithms by iterative auditing process across any and all clients using
while maintaining high performance; pymetrics as a ”common application” in
initial training data also largely bias-free. the job search
ensure lack of bias to legal standard as
per EEOC.
 PYMETRICS KEY IMPACT AREAS

EFFICIENCY DIVERSITY
streamlining the top-of- assessing candidates
funnel selection process, through an objective,
resulting reductions in data-driven approach
time-to-hire, recruiting and using audited
costs, and overall time algorithms to increase
spent. gender, ethnic, and
SES diversity

EFFECTIVENESS CANDIDATE
proving stronger EXPERIENCE
predictability and taking a candidate-first
matching power,
approach, ensuring the
validated by metrics like
pymetrics experience is
offer-to-hire yield, positive through metrics
retention and
like completion rates,
performance satisfaction scores, and
survey feedback data
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HOW IT WORKS

1 2 3 4

Highly Recommended

Recommended

Not Recommended

Current employees pymetrics’ AI Candidates are invited to pymetrics uses AI to

are invited to play analyses trait data play the pymetrics games match applicant traits
the pymetrics from these during their application to your Success
neuroscience-based employees’ process, receiving a Model(s), returning a
games gameplay to create a personalised ‘Trait match
Success Model Report’ recommendation and
an individual ‘Recruiter
Report’

Pymetrics © 2019 | This document contains Pymetrics confidential and proprietary

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WHAT WE MEASURE
FOCUS ON THE UNDERLYING CAPABILITIES THAT DRIVE SUCCESS
12 proprietary online games
70+ behavioural measures across cognitive, emotional and social traits = multi-measure assessment

Memory Emotional Inference

Altruism Effort

Flexibility Fairness

Risk Processing

Learning Attention

Trust Planning
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How our traits are assessed

● Are not positive or negative

● Behavioural response versus self-

report

● Core units of key constructs and

competencies

● Inherent behaviours not influenced

by education/work experience
background

● Emphasis on potential
Test Validity and Bias Removal
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 Test Validity
Pymetrics models are validated in multiple dimensions across the timeline of their development and use
and in accordance with the EEOC guidelines
Construct Content
The pymetrics games Pymetrics utilizes job
bucketing, job descriptions
are taken directly from
and deployed Job Analysis
cognitive and Questionnaire (JAQ)
neuroscience literature survey methodology
Criterion
Concurrent Validity
Part of our model building
process
Predictive Validity
Satisfied over time based on
measures of employee
performance and tenure
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Bias Removal

not all algorithms are created equal.

not only have the pymetrics games proven to be free of gender and ethnic bias,
but our team goes a step further to ensure we’re providing a true blind audition-
prior to deployment, pymetrics checks for and removes any source of bias in
each of our algorithms through our open-sourced algorithm auditing tool, Audit-
AI.
search for bias
our data science team tests
each of our algorithms to
identify whether certain
gender/ethnic groups
match to an algorithm at a remove bias
disproportionate rate.
if any bias is detected, we de-
weight or remove altogether
the features (traits) causing iterate process
the bias.
we repeat this iterative process,
*we find that algorithm predictive power is continuing to tweak our algorithms
not negatively impacted (sometimes even
strengthened!) when biased, non job-related
until we are certain the AI is bias-
traits are removed. free and will not create any adverse
impact.
 Candidate Experience
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SEAMLESS CANDIDATE EXPERIENCE

2. Play
Games
1. 3. Access Trait
Invitation Report

97% game
completion
rate

Pymetrics © 2019 | Confidential & Proprietary

 PYMETRICS CANDIDATE TRAIT REPORT

● After gameplay, candidates can view and download

personalised ‘Trait Report’

● Insight into behaviour

● The trait report is not specific to the company nor to

the role they applied nor the model they are being
assessed against.

● Candidates will not have access to view their fit

score.

Pymetrics © 2019 | Confidential

 CANDIDATE EXPERIENCE

Average time Once the invite email is sent,

☺
96% of candidates rate that
spent playing candidates on average they had a great experience
the games: complete the games in less completing the pymetrics
23 minutes than 1 day assessment

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CANDIDATE SUPPORT

• 24/7/365 support

• Live chat, email, or self-help FAQs

• Accommodations for ADHD, dyslexia,

colour blindness

Candidate
Live Chat
Resources
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Our mission: turn a closed door into a new

opportunity
candidate
matches to role
at company
pymetrics
candidates complete the
assesses fit to
pymetrics assessment
once. role or
candidate
candidate company
completes
pymetrics then sorts applies to
candidates into the right
pymetrics
role or
role at a company while company
showing recruiters how
candidates fit across all
roles within their
organization.

if no fit at the company,

pymetrics can then candidate
assess candidates for matches to
any role at any ideal role at
company within our another
marketplace company
candidate moved
to pymetrics
marketplace
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Marketplace

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 Client Case Studies
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PYMETRICS AT A GLANCE

~100 1.5M+ 100+

global enterprise people going countries we’re

clients through currently live in
pymetrics yearly

backed by
 PYMETRICS CLIENTS

Pymetrics © 2019 | Confidential

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CASE STUDY 1: SHOWING

MASSIVE RECRUITING GAINS
pymetrics assessed 280,000 applicants in 68 countries + 15
languages for Future Leaders Program.

pymetrics built 7 profiles based on high performers in Marketing,

HR, Sales , IT, R+D, Ops + Finance.

pymetrics first-pass filter, replacing resume or SHL (incumbent),

passing through top 30% of candidates.

57% 100% 75% >100% 4.5/5

Increase in
Increased Increase in hire Reduction in gender, ethnic + Candidate NPS
retention yield time to hire SES diversity
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CASE STUDY 2: INCREASING

RETENTION AND PERFORMANCE

Multinational Financial Services firm

launched 12 month study with pymetrics for
its Insurance Sales business

pymetrics built a profile based on current

high performing Sales Agents

All candidates went through pymetrics, and

the company evaluated the predictive
33% 30% 81% 92% results of those hired
recruiters felt
more lower positive
pymetrics added
sales attrition feedback
value
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CASE STUDY

INCREASING HIRE YIELD

FOR EARLY CAREER RECRUITING
Problem GLOBAL FOOD
COMPANY
An American-based, global food company
was looking to increase hire yield for their
EMEA trainee program.
150% increase in hire yield

reduced need for

Solution
pymetrics replaced the CV in assessing
50% interviews

2,500 recent graduates across the UK, candidate

Netherlands, Spain, Italy, Germany, Portugal,
France and the Middle East.
97% completion rate

Results 96%
By using pymetrics as the only top-of-funnel candidate
assessment solution they saw massive impacts on satisfaction
hiring efficiency and a very positive candidate
experience.
Recent product introductions
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 Advice for students
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 Student Advice
● No preparation required

● There is no ‘correct’ or ‘incorrect’ way to behave

● Games are not complex – no gaming experience needed

● Students should complete in a quiet space, away from distraction

● Students should consider pymetrics as a guidance tool, not just an

assessment

● A rejection might turn into a new opportunity

 QUESTIONS?
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Contact Information
nadia@pymetrics.com
Business Psychologist – EMEA

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